Following on from a significant restructure during 2012–13, the 2013–14 year was in many ways a year of consolidation.

Two new functions of pay equity and anti-bullying were introduced and all 25 Future Directions initiatives that were launched in October 2012 were successfully delivered by December 2013. In May 2014 we announced our intention to implement a further 30 initiatives over a two year period as a second stage of the Future Directions change program, with existing staff within the Commission being utilised to support these initiatives.

The announcement in October 2013 in relation to Interim Arrangements for recruitment in the APS has required a more strategic and considered approach to managing staff. While minimal negative impacts were experienced during the course of the year, there is the potential for skill gaps and a lack of agility in the overall workforce to develop in time. Implementation of a workforce planning process, including more work on the identification of existing and required skill sets has been delayed and is a priority for the 2014–15 year.

Commission staffing

As at 30 June 2014 the Fair Work Commission employed a total of 306 staff (ongoing and non-ongoing), an increase of six staff from 2012–13.

Table 30—Geographic deployment of staff
Location 30 June 2013 30 June 2014
Victoria 204 208
New South Wales 51 55
Queensland 17 16
Western Australia 9 11
South Australia 8 8
Tasmania 4 3
Australian Capital Territory 4 3
Northern Territory 3 2
Total 3001 3062
(1) Includes the General Manager (a statutory appointment under the Fair Work Act), 11 employees on long-term leave with or without pay.
(2) Includes the General Manager (a statutory appointment under the Fair Work Act), 14 employees on long-term leave with or without pay and one employee on a temporary movement to another APS agency.

Staff recruitment and turnover

Forty five new employees (ongoing or non-ongoing) commenced employment and 39 employees (ongoing or non-ongoing) departed the Commission during 2013–14.

Of the new employees, five were ongoing engagements, two were ongoing movements from other APS agencies, three were temporary movements of ongoing employees from other APS agencies and 35 were non-ongoing engagements.

Recruitment activity during 2013–14 was in the locations set out in Table 31.

Additionally, there were a number of extensions of non-ongoing engagements consistent with the provisions of the Public Service Act 1999, Public Service Regulations 1999 and Interim Arrangements for recruitment in the APS.

Table 31—Recruitment activity by type of employment and location
Type Number State Number
Ongoing (including ongoing movements from other APS agencies) 7 VIC 5
NSW 1
WA 1
Temporary moves from other APS agencies 3 VIC 1
QLD 1
SA 1
Non-ongoing 35 VIC 19
NSW 10
QLD 4
WA 1
SA 1
Total 45   45

Separations

During 2013–14 a total of 39 employees left the Fair Work Commission—24 ongoing employees and 15 non-ongoing employees. The reasons for separation are set out in Table 32.

Table 32—Reasons for separation
Reason for separation Ongoing Non-
ongoing
Total %
Resignation 16 5 21 53.9
Move to an ongoing position at another APS agency 3 - 3 7.7
Return to other APS agency after completion of a temporary move 5 - 5 12.8
Cessation of non-ongoing engagement N/A 10 10 25.6
Total 24 15 39 100

Flexible working arrangements

The Commission provides flexible working arrangements to help employees balance work and other responsibilities including part-time work and home-based work.

Part-time work

As at 30 June, 33 ongoing employees and two non-ongoing (11.4 per cent) were part-time. This was an increase from 7.3 per cent the previous year.

Home-based work

During 2013–14, six employees had home-based work agreements to combine ongoing work commitments with parental responsibilities or personal circumstances.

Staff demographics

Table 33, Table 34 and Table 35 outline employee status and gender by classification, and employee location and gender by classification.

Table 33—Employment status and gender by APS Level
Classification Salary range
(as applicable
from FWAEA)
$
Ongoing
full-time
Ongoing
part-time
Non-ongoing1 Total2
Male Female Male Female Male Female
SES Band 1 Individual 2 2 0 0 0 0 4
Executive Level 2 116 094–135 869 17 13 2 7 2 1 42
Executive Level 1 100 688–108 694 2 9 0 3 2 1 17
APS Level 6 79 094–90 983 34 63 2 8 3 0 110
APS Level 5 73 029–77 397 14 19 0 5 7 11 56
APS Level 4 65 508–71 089 19 26 1 5 2 9 62
APS Level 3 58 836–63 446 1 7 0 0 0 2 10
APS Level 2 52 284–57 259 2 2 0 0 0 0 4
Total   90 141 5 28 16 24 305
(1) Two non-ongoing employees work part-time.
(2) Does not include General Manager (a statutory appointment under the Fair Work Act).
Table 34—Senior executive and executive level employees by classification and gender
Classification   Female Male Total
EL 1   13 4 17
EL 2   21 21 42
SES Band 1   2 2 4
Total   36 27 63
Table 35—Location and gender by classification
    VIC NSW QLD WA SA TAS ACT NT Total1
SES Band 1 Female 2 0 0 0 0 0 0 0 2
Male 2 0 0 0 0 0 0 0 2
Executive Level 2 Female 12 5 1 1 1 1 0 0 21
Male 13 5 1 1 1 0 0 0 21
Executive Level 1 Female 11 0 2 0 0 0 0 0 13
Male 2 2 0 0 0 0 0 0 4
APS Level 6 Female 48 11 5 2 1 1 2 1 71
Male 33 5 0 0 1 0 0 0 39
APS Level 5 Female 19 9 3 3 1 0 0 0 35
Male 13 7 0 1 0 0 0 0 21
APS Level 4 Female 32 3 1 1 1 1 0 1 40
Male 15 5 1 0 1 0 0 0 22
APS Level 3 Female 2 2 1 2 1 0 1 0 9
Male 0 0 1 0 0 0 0 0 1
APS Level 2 Female 1 1 0 0 0 0 0 0 2
Male 2 0 0 0 0 0 0 0 2
Total Female 127 31 13 9 5 3 3 2 193
Male 80 24 3 2 3 0 0 0 112
Total   207 55 16 11 8 3 3 2 305
(1) Does not include General Manager (a statutory appointment under the Fair Work Act).